Inclusive networks (2014 Forum on Workplace Inclusion)

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    17-Oct-2014

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slides from a presentation delivered by joe gerstandt at the 2014 Forum on Workplace Inclusion ...this session considered the importance or relationships, networks of relationships and Social Network Analysis (SNA/ONA) to diversity practitioners, diversity leaders and as a possible diversity and inclusion focus.

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<p>HRAM Technical Session Diversity and Inclusion</p> <p>inclusive networks</p> <p>@joegerstandt #WorkplaceForum</p> <p>joegerstandt.com</p> <p>twitter.com/joegerstandt</p> <p>linkedin.com/in/joegerstandt</p> <p>facebook.com/joegerstandt</p> <p>youtube.com/joegerstandt</p> <p>joegerstandt.com/blog</p> <p>slideshare.net/joeg</p> <p>A little background</p> <p>Stanley Milgram (1933 1984)</p> <p>1967</p> <p>160 people</p> <p>Omaha</p> <p>1 dude in Boston</p> <p>Omaha</p> <p>Boston</p> <p>first envelope: 4 days &amp; 2 stops</p> <p>Omaha</p> <p>Boston</p> <p>2-10 stops, median of 5</p> <p>Omaha</p> <p>Boston</p> <p>Mark </p> <p>Granovetter</p> <p>Joan Butler </p> <p>Ford Professor </p> <p>in the School </p> <p>of Humanities </p> <p>and Sciences </p> <p>at Stanford </p> <p>University</p> <p>1974</p> <p>1974</p> <p>How do people come </p> <p>to get jobs?</p> <p>56% got job through a contact</p> <p>56% got job through a contact</p> <p>1. What?</p> <p>2. Why?</p> <p>3. How?</p> <p>What do we mean by networks?</p> <p>networks are sets of </p> <p>relationships and the </p> <p>patterns they create</p> <p>these patterns </p> <p>influence </p> <p>communication, </p> <p>the quality of </p> <p>communication, </p> <p>collaboration </p> <p>and innovation</p> <p>1. What?</p> <p>2. Why?</p> <p>3. How?</p> <p>1.valuable and unique </p> <p>information</p> <p>2.innovation</p> <p>3.inclusion</p> <p>1.valuable and unique </p> <p>information</p> <p>2.innovation</p> <p>3.inclusion</p> <p>@joegerstandt #WorkplaceForum</p> <p>consider a ten person team</p> <p>1</p> <p>2</p> <p>4 5</p> <p>9</p> <p>3</p> <p>876</p> <p>10</p> <p>19</p> <p>7</p> <p>6</p> <p>5</p> <p>2</p> <p>3 8410</p> <p>19</p> <p>7</p> <p>6</p> <p>5</p> <p>2</p> <p>3 8410</p> <p>flow of information?</p> <p>19</p> <p>7</p> <p>6</p> <p>5</p> <p>2</p> <p>3 8410</p> <p>influence?</p> <p>19</p> <p>7</p> <p>6</p> <p>5</p> <p>2</p> <p>3 8410</p> <p>inclusion?</p> <p>1.valuable and unique </p> <p>information</p> <p>2.innovation</p> <p>3.inclusion</p> <p>Where do good ideas come </p> <p>from? That is simplefrom differences. Creativity comes </p> <p>from unlikely juxtapositions. </p> <p>The best way to maximize </p> <p>differences is to mix ages, </p> <p>cultures and disciplines.-Nicolas Negroponte, founder MIT Media Lab</p> <p>The social </p> <p>origins of </p> <p>good ideas.</p> <p>1.valuable and unique </p> <p>information</p> <p>2.innovation</p> <p>3.inclusion</p> <p>inclusion:</p> <p>The things that you do </p> <p>intentionally and deliberately </p> <p>to include additional </p> <p>diversity in a group or </p> <p>process.</p> <p>@joegerstandt #WorkplaceForum</p> <p>inclusion:I define connection as the energy that exists between people when they feel </p> <p>seen, heard, and valued; when they can </p> <p>give and receive without judgment; and </p> <p>when they derive sustenance and </p> <p>strength from the relationship.</p> <p>-Brene Brown</p> <p>@joegerstandt #WorkplaceForum</p> <p>Outcome disparities often </p> <p>linked to social disparities.</p> <p>homophily: the tendency of </p> <p>individuals to associate and bond with </p> <p>similar others. The presence of </p> <p>homophily has been discovered in a </p> <p>vast array of network studies. More </p> <p>than 100 studies have observed </p> <p>homophily in some form or another </p> <p>and they establish that similarity </p> <p>breeds connection. These include age, </p> <p>gender, class, and organizational role.</p> <p>Inclusion is activist</p> <p>1. What?</p> <p>2. Why?</p> <p>3. How?</p> <p>do stuff! (for you)</p> <p>Who is in your posse?</p> <p>do stuff! (for you)</p> <p> make a commitment</p> <p>build new relationships</p> <p>care for existing relationships</p> <p>more diversity</p> <p> study networks</p> <p> use social technology</p> <p>Facebook</p> <p>LinkedIn</p> <p>do stuff! (for others)</p> <p> set the expectation</p> <p> make introductions</p> <p> mentoring</p> <p> cross functional teams</p> <p> use social technology (still not even joking)</p> <p> variety of formats</p> <p>do stuff! (for your organization)</p> <p> set the expectation</p> <p> make introductions</p> <p> mentoring</p> <p> cross functional teams</p> <p> use social technology (still not joking)</p> <p> variety of formats</p> <p>do stuff! (for your organization)</p> <p> Study Networks</p> <p>ego/individual networks</p> <p>bounded/group networks</p> <p>@joegerstandt #WorkplaceForum</p> <p>a quick </p> <p>exercise</p> <p>social network analysis</p> <p>From time to time people </p> <p>discuss important matters with </p> <p>other people. Looking back over </p> <p>the past six months, who are the </p> <p>people with whom you </p> <p>discussed matters important to </p> <p>you?</p> <p>social network analysis</p> <p>Consider the people you </p> <p>communicate with in order to get </p> <p>your work done. Of all the </p> <p>people you have communicated </p> <p>with during the last six months, </p> <p>who has been the most </p> <p>important for getting your work </p> <p>done?</p> <p>social network analysis</p> <p>Consider an important project or </p> <p>initiative that you are involved in. </p> <p>Consider the people who would </p> <p>be influential for getting it </p> <p>approved or obtaining the </p> <p>resources you need. Who would </p> <p>you talk to, to get the support </p> <p>you need?</p> <p>social network analysis</p> <p>Who do you socialize with? </p> <p>(spending time with people after </p> <p>work hours, visiting one another </p> <p>at home, going to social events, </p> <p>out for meals and so on) Over </p> <p>the last 6 months, who are the </p> <p>main people with whom you </p> <p>have socialized informally?</p> <p>analysis</p> <p> group</p> <p> proximity</p> <p> expertise</p> <p> hierarchy</p> <p> gender</p> <p> age</p> <p> race</p> <p> ethnicity</p> <p>analysis</p> <p> group</p> <p> proximity</p> <p> expertise</p> <p> hierarchy</p> <p> gender</p> <p> age</p> <p> race</p> <p> ethnicity</p> <p>What do you have?</p> <p>What do you have a </p> <p>lot of?</p> <p>What do you not </p> <p>have?</p> <p>What do you need to </p> <p>do differently?</p> <p>Who do you discuss new </p> <p>ideas with?</p> <p>Who do you turn to for help?</p> <p>Who do you get the most </p> <p>valuable information from?</p> <p>Who do you trust to keep </p> <p>your best interests in mind?</p> <p>human resources</p> <p>marketing</p> <p>finance</p> <p>operations</p> <p>information technology</p> <p>affinity groups</p> <p>executive leaders</p> <p>I understand this persons knowledge and skills.</p> <p>If I ask this person for help, I </p> <p>know they will actively engage.</p> <p>I would be more effective if I had </p> <p>greater access to this person.</p> <p>When you interact with this </p> <p>person how does it impact your </p> <p>energy level?</p> <p>www.joegerstandt.com</p> <p>joe.gerstandt@gmail.com</p> <p>www.twitter.com/joegerstandt</p> <p>www.linkedin.com/in/joegerstandt</p> <p>www.facebook.com/joegerstandt</p> <p>402.740.7081</p> <p>resources The Hidden Power of Social Networks | </p> <p>Rob Cross, Andrew Parker</p> <p> Social Gravity: Harnessing the Natural Laws of Relationships | Joe Gerstandt, </p> <p>Jason Lauritsen</p> <p> Social Network Analysis | Christina Prell</p> <p> Understanding Social Networks | Charles Kadushin</p>

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